Faculty of Management Sciences
Permanent URI for this communityhttp://ir-dev.dut.ac.za/handle/10321/13
Browse
9 results
Search Results
Item Job satisfaction amongst employees in the Department of Education in eThekwini region, South Africa(2024-03) Ndaleni-Sibiya, Lindiwe Memory; Fagbadebo, Omololu Michael; Mbandlwa, ZamokuhleThe case study was conducted in the Department of Education, Umlazi and Pinetown district in the eThekwini region. The study was confined to managers of Umlazi and Pinetown employees, out-of-service employees and office-based employees and explores how job satisfaction influences employee turnover in the department. The researcher examines how the working environment of the Department’s districts influences job satisfaction. The study further examines the correlation between job satisfaction and employee turnover at the Department of Education, as well as how intrinsic and extrinsic motivational factors influence job satisfaction. A mixed methods approach employed both qualitative and quantitative data collection and analysis. For qualitative data, seven managers and four out-of-service employees were interviewed for in-depth understanding of the challenges affecting job satisfaction. Quantitative data were collected from 238 employees on their feelings and perceptions regarding job satisfaction. The quantitative data were analysed through SPSS 28.0, while thematic analysis was utilised for qualitative data. Recommendations are provided in the final chapter on how to improve and enhance employee loyalty and the level of job satisfaction. The recommendations seek to assist the Department of Education in eThekwini region to improve employee job satisfaction, job performance and employee loyalty with the aim of attracting and retaining high-quality skilled employees.Item The impact of work design on job satisfaction : a case study of the Electricity Stores department, eThekwini Municipality(2023-06) Maniram, Dhanesh; Chetty, GopalkrishnaThis study sought to examine the relationship between work design factors and job satisfaction with the eThekwini Electricity stores as the case study. The primary objective of the study was the assessment of the impact of work design factors on job satisfaction. Job satisfaction plays a crucial role in employee motivation and productivity that generally contributes to the attainment of organisational goals. Studies globally suggest that practicable work designs are associated with the enhancement of employee morale and motivation, hence increasing job satisfaction. In South Africa municipalities have come under scrutiny for buildings and offices that are derelict in appearance. Moreover, due to the deficiency of capital resources by local government, the maintenance and refurbishing of buildings, equipment and machinery are generally being neglected. Acceptable work designs are dependent on meticulous building infrastructure and appropriate machinery and equipment; hence, this study is devoted to the eThekwini Electricity stores’ environment in Durban. eThekwini Electricity has twelve (12) stores located within the Metropolitan region that holds and supplies stock for maintenance and construction purposes. The study findings are based on a sample of 65 respondents with a response rate of 92.30% for the self-administered questionnaires. As part of a mixed methods research approach, five (5) participants were also interviewed. The study’s theoretical framework is undergirded by the Work Design Questionnaire of Morgeson and Humphrey (2006) and the motivation theory by Herzberg that uses motivators as factors that seek to enhance job satisfaction, while the job characteristics model by Hackman and Oldham employs skill, variety, task variety, task significance, autonomy and feedback as factors to be incorporated into work design to enhance employee morale . The results from this study suggest work design factors such as autonomy and task variety are perceived by employees as significant contributors to job satisfaction, while work design factors job complexity, information processing and problem-solving point to an appreciable proportion of contribution toward job satisfaction, but equally does not contribute to job dissatisfaction. This study also revealed a pronounced dissatisfaction with work design factors such as ergonomics, physical demands and work conditions. The findings in this study point to arenas within eThekwini Electricity stores that can be improved upon in respect of work design. The appropriate managerial interventions ought to address the perceived deficiencies. Review of existing work methods together with appropriate training and development can be employed to address work factors such as job complexity, information processing and problem solving, while the use of appropriate technology and mechanisation ought to be used for work design factors such as ergonomics, physical demands and work conditions. Additionally, it is proposed that improved health and safety standards together with ‘green environment’ initiatives be encouraged to enhance job satisfaction outcomes with employees. The study used the Work Design Questionnaire and adapted it uniquely to suit the eThekwini Electricity Municipality stores’ environment. The approach and methodology utilised in this study could certainly be adopted in any warehousing environment, especially in a local government setting.Item Examining the reasons behind teachers leaving the profession : a case study of Umlazi Education District(2021) Ndende, Tandeka; Govender, SathsIn the uMlazi Education District, there has been a surge of teachers leaving the teaching profession for various reasons. Statistics have revealed that since 2012,the uMlazi Education District has lost 1116 teachers and the number is still rising as eachers are constantly not being replaced by the uMlazi Educational District. It is against this backdrop that this study was conductedin order to analyse the causes of teachers leaving the profession, specifically in the uMlazi Education District. A qualitative study was conducted to probe the target audience’s inner emotions and perceptions about the reasons propelling teachers to leave the profession. In this regard, interviews were conducted with the teachers to ascertain their feelings and emotions. The target population for this study was all the ex-teachers who have quit or left the teaching profession in the uMLaziEducation District. A sample size of 10 former teachers was used. Data collected from the interviews were analysed using thematic and content analyses. The findings of this study show that the factors that cause teachers to abandon the profession are multidimensional,namelyphysical, social and psychological factors. It was also found that mentorship, professional development, good remuneration in the form of salaries, a sizeable workload and recognition could be used to motivate teachers and ensure job satisfaction and staff retention. In this regard, a staff retention model for teachers was developed as a framework that will guide education managers to address the problems confronting the uMlaziEducation District. Several recommendations have been provided to assist the ministry of education, education managers, scholars and policy-makers to improve the welfare of teachers, as well as to appreciate the bottlenecks crippling the education sector.Item Job satisfaction amongst professional nurses at selected clinics in the Eastern Cape with particular reference to the Ideal Clinic System (ICS)(2021-04) Mpongoshe, Meshack; Nombela, N.P.; Jali, Lulu FortunateGlobally, professional nurses are the ‘engine’ of the healthcare system. Therefore, their job satisfaction needs to be taken into full consideration as they have a very important duty to perform in health care facilities. Arguably, if job satisfaction of nurses is ignored, then productivity and the outcome of the health care system could be negatively affected. Thus, the health care facilities have the duty to keep the nurses satisfied in order to have good standards of care. In 2013, an Ideal Clinic System (ICS) was developed by the South African government through the Department of Health to improve all healthcare facilities in the country. The ICS was developed to standardise all healthcare facilities nationally, to address gaps with regards to infrastructure between the rural and urban healthcare facilities. In relation to the implementation of Ideal Clinic System (ICS), no study has been conducted in the Eastern Cape Province, Chris Hani District to assess the job satisfaction of nurses. The questions raised therefore are: what is the level of job satisfaction amongst nurses in reference to the Ideal Clinic System? What are the recommendations can be made by the nurses and the researcher regarding the implementation of this system? The objective of this study was to examine the level of job satisfaction among nurses after the implementation of the Ideal Clinic System (ICS) at selected clinics in the Eastern Cape Province. This study was grounded on mixed research methods, quantitative epistemology in order to determine the cause-and-effect interactions between the variables and qualitative research method in the form of open ended questions. The sample of the population was 200 respondents. The respondents were selected using stratified random sampling technique from the selected clinics in the Eastern Cape Province. A structured questionnaire and open ended questions were used to collect data in the following clinics: Nyalasa clinic, Upper Lafutha clinic, Mceula clinic, Manzimahle clinic, Asketeon clinic, and Qiba clinic. Statistical Package for the Social Sciences (SPSS) version 25 was used with the assistant of the statistician to analyse data. Descriptive results were presented with respect to age and gender of the respondents. Gender results revealed that female participants dominate the nursing profession while the age results showed that those aged 51 years and above as well as those between 36 to 45 years dominated the nursing profession. The resulting study model reveal that recognition and training are the most influential as far as job satisfaction of nurses is concerned in the workplace. Therefore, any intervention measures meant to enhance job satisfaction for of nurses must be formulated based on these two aspects. The study concludes that in the Eastern Cape of South Africa, job satisfaction among nurses can be enhanced if intervention are designed around issues related to recognition and training. However, this is not to say that factors such as compensation and working conditions are not important. The study further concludes that in the Eastern Cape Province, the ICS plays no significant role in influencing the relationship between work environment (compensation, working conditions, recognition and training) and job satisfaction.Item Exploring the factors influencing employee satisfaction in Msinga Local Municipality(2018-05) Mvelase, Nhlakanipho Goodman; Agbenyegah, Albert Tchey; Zogli, LutherThis research was designed to investigate the enhancement factors of employee satisfaction at MLM in the KwaZulu-Natal province of South Africa. Globally employee satisfaction is vital to every organisation since it is acknowledged that employee satisfaction increases productivity. Thus, the primary objective of this research was to determine different enhancement factors within the organisation. To ensure that the objectives are met this research employs a quantitative technique aided by a Likert Scale questionnaire for circulation among the employees of the organisation (MLM). Data for this research was collected from the sample size of 120 employees from different departments of MLM. The participants were derived from a target population of 120 using a random sampling tool. At the time of this research, the researcher was employed at MLM; and the questionnaires were circulated to all the employees who took part in the data collection process. Data collection process was completed within the period of three weeks yielding a high response rate of 100%. Data was analysed by means of the Statistical Package for Social Science (SPSS) version 24.0 for windows. Soon after the analysis was completed, it was sent for proof reading and scrutinised to ensure that no plagiarism is found. At the end, this research discovered that various factors are likely to enhance the employee job satisfaction within the organisation. Furthermore, the research concluded pointing to future research on other factors that are likely to increase employee job satisfaction.Item Factors that influence employee morale of contact centre staff : Eskom Holding SOC LTD South Africa(2018) Masilela, Thoko Johanna; Mbhele, Thokozani PatmondThe vital role that staff morale plays in staff performance within organisations cannot be underestimated. The main reason for human and labour development is to improve employees’ conduct in terms of confidence or approach towards the job. Eskom contact centre is an important and integral part of business that frequently handles queries from customers, thereby reducing the waiting time of customers and enhancing call routing. Leadership of Eskom contact centres is deemed to experience a high rate of absenteeism, high level of stress and high turnover rate and intention to leave by most of the employees working in the contact centres. The main objective of the study was to determine factors influence the morale of employees at Eskom contact centre in South Africa. This study further aimed to achieve the following objectives: to examine the effects of Eskom workforce performance management systems that influence the levels of motivation and morale of contact centre employees, to evaluate the impact of intrinsic and extrinsic factors influencing the morale on physical and psychological performance outcomes, and to assess the relationship between the moral behavior among the Eskom contact centre employees and the perceived employees physical and psychological performance reactions and attitudes. Statistical methods such as descriptive statistics, multiple regression, logistic regression and factor analysis were used to analyse the data collected from thirty-five (35) employees at Eskom contact centre. The main findings reveal that the most important intrinsic factors which influences job satisfaction at Eskom contact centre were acceptable pay level and employee recognition while the extrinsic factors include: reasonable work and responsibilities, positive role of supervisor, work pressures, work tension, job frustration, low service level, customer time management, high responsibility, work overload and heavy call overload. The managerial implication encompasses some recommendations that can assist management to decide on the factors that will enhance Eskom’s operations.Item Job and career satisfaction in higher education institutions: a case study of university “A” in South Africa(Business Perspectives, 2015) Dorasamy, Nirmala; Letooane, Mpho KennethOrientation: This article focuses on the job and career satisfaction of a higher education institution in South Africa. The findings from this investigation will assist employees and management alike to understand factors that can improve career and job satisfaction, in order for university “A” to be an employer of choice that will attract, develop and retain suitably qualified employees. Research aim and objective: This study investigates job and career satisfaction amongst university “A” employees. The objective that was set for this research was to determine the level of job and career satisfaction within university “A” and therefore make recommendations to university “A” management on how to purposefully improve the job and career satisfaction and quality of work life (QoWL) of its employees. Motivation for the study: Job and career satisfaction is a challenge in higher education institutions. For organizations to achieve their strategic objectives or goals, employee’s satisfaction should be at a high level. Research design, approach and methods: The quantitative approach was employed where structured questionnaires were distributed to the population size of 160 of which 142 were completed, with the response rate of 89%. The reliability score of (0.896) was reached. This indicates a high degree of acceptable consistency. The qualitative data were collected by open ended questions that were presented to the participants and these were analyzed by N-VIVO N10. The researcher also observed the participants and recorded information relating to the research in a field diary. Findings: The findings of this research suggest that career advancement is one of the main reasons identified to lead to job and career dissatisfaction. Even though a high majority of the study participants agree that they have a clear set of goals and aims that enable them to do their job, only a marginal number agree that when they have done a good job it is acknowledged by their line manager. The findings furthermore indicate that employees are not satisfied with the training they receive. Other factors that lead to job and career dissatisfaction include poor organizational culture, disintegrated systems, lack of communication, poor facilities, poor registration processes, remuneration, unfair allocation of duties, work overload and division amongst departments. The finding also show that there are other considerations that may not be regarded as the principal functions of the employees, but these may be very critical determinants of job and career satisfaction such as job insecurity, which was one of the prominent concerns of respondents. Practical/managerial implications: The results from this research could be utilized by management and supervisors, in order to minimize the potential factors that could negatively impact on the job and career satisfaction of employees in higher education institutions. Contribution and value added: Given the importance of job and career satisfaction, it is important to ensure a good QoWL for employees. The study will assist in identifying the critical dynamics of job and career satisfaction at university “A”, and highlight those that are a cause for concern and need to be addressed with a view of improving job and career satisfaction and QoWL of employees.Item The relationship between quality of work life factors and organizational commitment within the pulp and paper industry in the Durban Metropolitan Area(2013-06-05) Ngcobo, Nathi Cedrick; Dlamini, Bongani InnocentIt has become imperative for organisations to create family-friendly work-environments, where employees can effectively balance work and family life, in order to ensure employee satisfaction and increased productivity. A critical review of the quality of work life factors and organizational commitment literature was therefore conducted, in order to ascertain their psychometric applicability to knowledge workers within the Pulp and Paper industry in the greater eThekwini Metropolitan Area. A total of 450 questionnaires were distributed to employees in the pulp and paper industry within the eThekwini metropolitan area. The employees were randomly selected, while the organisations were stratified selected. A questionnaire was used to measure the different dimensions of quality of work life factors as well as the different dimensions of organisational commitment. The gathered data was processed through an SPSS program. A number of statistical tests were then performed on the collected data, where biographical variables were compared with the independent variables. The questionnaire was considered moderately reliable because the overall coefficient alpha was 0.525. The Pearson’s value indicated that there was a positive relationship at 0.01 level of significance between the majority of the quality of work factors (organizational climate, task characteristics, job satisfaction, role behaviour, utilization and future orientation) and the organisational commitment. No relationship was found between remuneration and organizational commitment. There was no significant difference in organizational commitment across the biographical variables of marital status, age, length of service and span of control. There was, however, a significant difference in organizational commitment across different levels of education. The Analysis of variance indicated that there was no significant difference in organizational commitment across marital status group. There was however a significant difference in organizational commitment across length of service. There was a significant difference I organizational commitment across supervisory span of control. The results from the hierarchical multiple regression indicated that with the exception of age, education and experience, all other demographics variables do not have an impact on affective commitment. The results also indicated that age, education and experience had an impact on continuance commitment. Similarly, age and education contribute significantly to normative commitment. The structural equation model comparative technique was performed to all constructed models and indicated that all models had a good fit in relation to the data based on the GFI. The best-fitting model for consequences demonstrated that organisational citizenship behaviour and procedural justice were important variables. Apart from that, affective, continuance and normative commitment were also found to be part of the model.Item Job satisfaction at IT SMEs in Durban(2006) Peerbhai, ReshinaThe purpose of this study is to assess the job satisfaction of employees at selective IT SMEs in Durban and to ascertain if the personal characteristics of gender, age, race, and tenure influenced job satisfaction. This was assessed by determining if these employees were satisfied with their reward structure, their work environment, and the impact of gender, age, race and tenure on job satisfaction.